Research Areas by Faculty

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Our department houses some of the top researchers in the their field. There are many opportunities for students to get involved in research. Use the Search below to browse research areas by Faculty

My research is focused on trust in the workplace. 

I study the development of trust and the impact that trust has on both employees and organizations.  I examine trust from multiple perspectives: trust in supervisors, trust in subordinates and trust in peers as well as trust in teams.

My current research program investigates the importance of feeling trusted at work.  My goal is to identify and explain the factors that contribute to employees feeling trusted at work, and how this feeling of being trusted leads to improved job performance and employee well-being.

I founded the Guelph Organizational Trust (GOT) lab to answer these critical research questions. GOT Lab is an active research lab that provides rigorous training in a positive supportive environment for undergraduate and graduate students. 

Research Areas: Industrial-Organizational, trust, workplace attitudes


Adjunct Faculty at University of Guelph.

Currently Associate Professor at Claremont Graduate University

**New paths**

After this very interesting' academic year, I have decided to continue my professional career teaching, mentoring and researching  at Claremont Gradute University in the Division of Behavioral and Organizational Sciences.  Although I will continue to mentor current graduate students from UofGuelph as an external advisory committee member, I will not take on new primary advisory roles. 

I miss my UofGuelph colleagues (faculty and graduate students) and my students, and I look forward to connecting with them as our academic and professional paths cross.   


Research Director of the Occupational Health and Positive Psychology Lab (OHPP LAB) 

As we finish research projects in Guelph, we continue with research at the Worker Wellbeing Lab  in Claremont Graduate University (California): 



My research involves the disciplines of occupational health psychology and positive organizational psychology and focuses on stress, work-life issues, victimization, incivility and civility, and positive organizational interventions to enhance well-being and performance.

My research has been published in outlets such as Journal of Applied Psychology, Journal of Occupational Health Psychology, Work & Stress and Journal of Organizational Behavior.

I am Associate Editor  of Work & Stress.

In addition, I serve on the editorial boards of Journal of Occupational Health Psychology, Stress & Health, Anxiety, Stress & Coping and Occupational Health Science


Follow me on Twitter: @worklifediary


To listen to one of my latest research lectures at University of Michigan please visit the following link:


Research Areas: feminist psychology, health and well-being, Industrial-Organizational, positive psychology, work-life balance
Accepting New Experiential Learning Students: No

Currently, I am interested in the statistical issues related to the replication crisis in psychology. I believe that R is the future of data analysis in psychology and I am also a strong advocate of reproducible research (i.e., creating a reproducible process for generating the numbers in your paper). More genearally, my research interests include teamwork, organizational commitment, and the role of emotions in the workplace.

Research Areas: groups and teams, Industrial-Organizational, quantitative methods, replication crisis, workplace attitudes
Accepting New Experiential Learning Students: No

There are many research topics in Industrial/Organizational Psychology that interest me, which is why I am flexible with respect to the topics my graduate students can explore. Having said that I currently have several research directions that I am very excited about and would ideally integrate with future graduate student research. 

Much of my research has focused on topics reflecting the research-practice gap with applied/field samples. I have chosen this focus because much research in I-O Psychology does not consider the practical aspects of the research even though our discipline defines itself with both research and practice as core aspects. Another aspect of my research reflects my broad interests in a wide range of topics.  

Essentially my research can be organized into three categories: the accuracy and fairness of employee selection methods and decisions, employee health and well-being, and organizational effectiveness. The majority of my research is quantitative using field samples. More recently, I have started integrating mixed methods into my research (i.e. qualitative methods). I involve my graduate students extensively in my research as is evident in their inclusion in conference presentations and publications.

Accuracy and Fairness of Employee Selection Methods

My research in employee selection has focused on the validity and fairness of methods and decision making. This program of research started with my dissertation assessing interviewer biases and validity across different interview formats (i.e. unstructured to structured). Later I published research on general mental ability (GMA) and personality test validity and subgroup differences as well as other assessment tools (e.g. assessment centres, multiple-mini interviews, and work experience). More recently I have published a study assessing the social and financial cost of fixed band decision methods with GMA tests. One published paper I am quite proud of identifies socio-cultural factors that account for subgroup differences in GMA test scores. This is one of the first articles to explain and account for differences across subgroups (beyond race). I plan to continue to focus my research on selection methods and hiring decisions processes that are accurate and fair for diverse applicant groups.

Employee Health and Well-Being

Employee health and well-being has become an important issue for organizations today. My research in this area has focused on work-life conflict, employee incivility, meaning making from stressful experiences, and social support. A key component of this focus is research on first responders and their romantic partners and how they cope with traumatic events experienced at work. 

Organizational Effectiveness

This research has focused on a wide array of practical issues facing organizations today from self-serving biases on organizational surveys to effective processes for leadership assessment.  I include my research on organizational commitment in this category as it relates to employee motivation and, by extension, performance. I have two chapters on HR project teams and execution that reflect issues related to effectiveness of the HR function in organizations.

My graduate students are working on a diverse range of projects from HR manager decision making, the individual and organizational impact of employee incivility, and the predictors of employee error reporting at work.

I value open discussions, mutual respect, critical thinking and hard work. I consider my graduate students to be full research partners and the majority of my research is published in collaboration with them. As a senior member of the I/O Area, I plan to continue involving graduate students in the development of ideas and implementation of my research.

Research Areas: Industrial-Organizational

My current research focuses mainly on personnel selection, with an emphasis on finding valid and fair methods of hiring the best employees. Most recently, I have investigated two factors that affect interview performance: interview anxiety, which  negatively affects interview performance, and impression managment (honest and deceptive), which tends to increase interview performance.  

Research Areas: anxiety, employment interview, employment selection, Industrial-Organizational, job performance
Accepting New Experiential Learning Students: No

My research focuses on social justice issues. In general, I am interested in the disparities or inequalities that exist between individuals and groups in terms of status, power, and outcomes (e.g., income) in the workplace.  I am an Alumni of the Canadian Institute for Advanced Research in the Successful Societies Program. My work with the Successful Societies program has led me to develop an interdisciplinary perspective on issues of inequality.

I am investigating how the degree to which people experience of inequality at work (e.g., in pay, status, decision-making power) affects their well-being, performance, and health.  I am intrigued by the processes through which too much inequality might hurt people, groups, and organizations.  Negative effects likely operate through stress processes and social relations (e.g., increased competition, decreased trust). Thus, I am studying how inequality negatively affects people within organizations.

I have long-term interests in who is more (vs. less) likely to want to maintain and promote inequality. A lot of my previous research has focused on understanding the nature of prejudice (i.e., racism and sexism). I study both explicit (i.e., deliberate, controllable) and implicit (i.e., automatic, less controllable) prejudice and how and when they lead to discrimination when making outcome allocation decisions (e.g., who should be hired or promoted).  

In addition, I study the effects of prejudice and discrimination for those who are stigmatized.  I recently published a paper on the effects of stigmatization on devalued group members' health, well-being, and performance.  I used a stress and coping model to explore when people are more vulnerable to the negative effects of stigmatization and when people are more likely to demonstrate resilience.

Finally, I study how people make sense of the differences that exist between individuals and groups in society: are they a result of a fairly operating meritocracy, in which the cream rises to the top, or are they a result of injustices, such as discrimination or favoritism? Such different understandings of why inequality exists plays an important role in determining people's reaction to social and organizational policies that are designed to mitigate inequalities like  employment equity, or diversity initiatives. My colleagues and I have found that prejudice, justice beliefs, and beliefs about the cause of societal inequality interact to affect whether people support programs that aim to reduce inequality.

Advising Philosophy:

My goal is to conduct top-quality research in close collaboration with students. As a supervisor, I believe it is my role to help students to develop their skills, self-efficacy, and autonomy. I try to create an environment in my lab that is supportive and challenging. Students who work with me get a lot of guidance and feedback-from me and from other students in the lab. I expect students in my lab to be motivated, organized, courteous of others, hardworking, and to have burning intellectual curiosity. Junior students work with me to develop a shared line of research. Senior students have the flexibility to select their own topic under the umbrella of social justice issues. I will be accepting a new graduate student for Fall 2022.

Research Areas: Industrial-Organizational
Accepting New Experiential Learning Students: No

My research interests cover several areas within industrial/organizational psychology and fall within three themes: (a) methods, statistics, and replications, (b) intraindividual process and job performance appraisals and (c) performance appraisals. My interests in methods and statistics are largely concentrated on issues related to replications and reproducibility. My research on job performance concentrates on the dimensions of prosocial and deviant workplace behaviours. Specifically, I am interested in understanding intraindividual (within-person) processes that lead to the occurrence of prosocial and deviant workplace behaviour. In the domain of employee performance appraisals, my work has been aimed at understanding the causes and consequences of managers having considerations other than accuracy when rating employee performance.

Research Areas: emotion, Industrial-Organizational, job performance, quantitative methods, replication crisis